Organizational Behavior: Attitude, Satisfaction, and Commitment

This essay examines the multifaceted aspects of organizational behavior, delving into the significant influence of employee attitudes on workplace dynamics. It explores how positive attitudes foster a collaborative environment, enhancing productivity and creativity, while negative attitudes can hinder performance. The essay further investigates the factors influencing job satisfaction and organizational commitment, such as fair compensation, supportive working conditions, and collaborative relationships with supervisors. It highlights the importance of managers fostering employee commitment, as committed employees demonstrate higher productivity, loyalty, and contribute to a positive work environment. The study emphasizes the need for managers to understand and address these factors to create a thriving and efficient organizational culture, ultimately leading to improved employee retention and overall success. The paper concludes by stressing the significance of positive attitudes, job satisfaction, and commitment in achieving organizational goals and fostering a productive workplace.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author’s Note:

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Introduction
Organizational behavior is the study of the way organizational members interact with
each other. It is the study of human behavior in the organizational settings (To, Martin and Billy
2015). The study will discuss about the circumstances, when attitude determines the behavior of
the employees at their work. On the other hand, the study will also determine the usefulness of
attitude for a person. Furthermore, the study will discuss several factors, which determine either
job satisfaction or organizational commitment. Apart from that, the study will demonstrate the
extent to which managers should care about the commitment level of the employees.
Discussion
Attitude defines the way one person thinks or feels about someone or something. Work
attitude defines the set of evaluation about one’s job, which constitutes one’s belief about,
feeling towards and attachment his/her job. Work attitude can positively or negatively affects
and determines the behavior of people in their workplace. According to Valentine and Godkin
(2016), a person having positive attitude on their work and their co-workers can influence
positively around them. On the other hand, the person having negative attitude on their jobs and
co-workers can have negative influence on the people around them. Furthermore, the impact of
attitude on employee’s behavior can be much more apparent by looking at the average behavior
of that employee rather than his isolated behavior.
As per Heponiemi et al. (2014), cognitive dissonance defines the feelings of
inconsistency in the belief, feelings and behavior of an employee. Such feelings or attitude
regarding the work motivates the employees in rectifying the work situation by modifying their
behavior, which causes dissonance. On the other hand, Gursoy, Chi and Karadag (2013) opined

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that self fulfilling prophecy is the process, where employees try to convert their attitude in
reality. In such situation, attitude determines the behavior of the employees in real situation.
Attitude often determines the behavior of the employees, when they make their attitude potent. It
actually defines mindless reaction, which is adaptable in all situations. It frees the mind of the
employees towards showing specific behavior in some specific situation at work.
Attitude is an extremely important factor, which facilitates a person to get through the
highs and lows in his/her life. Olafsen et al. (2015) pointed out that Living life requires
predominantly positive attitude because of its nature of high and low cycle. Attitude shapes the
behavior of the employees in the workplace, which actually affect the organizational culture. In
this way, having positive attitude facilitates a person to make warm and collaborative
relationship with their co-workers. On the other hand, Van der Walt and de Klerk (2014) opined
that right attitude towards the work encourage them to be more productive. Attitude develops
personal experience of the employees and interaction with others towards dealing with complex
situation of the organization. Furthermore, Kim (2014) opined that positive attitude creates
positive environment within organization, which acts as motivators for other employees towards
performing their best for improving overall organization productivity. Right attitude enhances
the power of visualization of the employees. Moreover, positive attitude towards any work lead
the employees towards seeing the big perspectives behind the particular work. Therefore,
positive attitude enhances the forecasting power of the employees for future productivity.
Positive attitude among the employees also encourages creativity among the employees.
In this way, they can better involve in the success of the organizations. Moreover, Ko and Hur
(2014) stated that right attitude among the employees enables the employees towards developing
new ideas and coming up with creative solution for solving complex organizational problems.

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On the other hand, Sousa‐Lima, Michel and Caetano (2013) opined that negative attitude
restricts the creativity among the employees, as they do not feel obliged towards contributing in
the organizational success. Proper attitude direction directs a person towards gaining success in
their life. Moreover, right attitude among the people facilitates in facing difficult challenges in
their life. Furthermore, positive attitude among the employees enhances their determination
level, which helps in gaining better career progress in their life.
Job satisfaction defines the level of fulfillment or enjoyment, which an employee feels
about his/her job. Job satisfaction is the positive emotional attachment of an employee, which
works as motivational factor within them towards greater productivity. On the other hand,
organizational commitment is the level of bonding an employee experience with their
organization. Committed employees high level of connection with their organization. Moreover,
more satisfied customers are generally committed in their organization. However, there are
several factors for fostering the job satisfaction and organizational commitment of the
employees.
According to Waqas et al. (2014), payment is the most basic factor, which is mostly
responsible for the satisfaction of the employees. Moreover, right amount of payment encourages
the employees to be motivated in continuing their work in their organization. It actually fosters
organizational commitment of the employees in their organization. On the other hand,
Shooshtarian, Ameli and Aminilari (2013) opined that proper working condition is also highly
responsible for increased job satisfaction and organizational commitment of the employees.
Moreover, the working condition of organizations should be flexible enough for the employees.
There should be reduced workload and work stress in the workplace. Such working condition
would enhance the job satisfaction level of the employees, which in turn enhance their

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organizational commitment level. Furthermore, Froese and Peltokorpi (2013) stated that
collaborative working culture and respect from the co-workers are needed for increased job
satisfaction and organizational commitment of the employees. Employees always need social
attachment for taking interest in their workplace. Moreover, there should be proper bonding
among employees for increasing their interest level in their organization. Therefore,
collaborative working environment and respect from the co-workers enhances the job
satisfaction and organizational commitment level of the employees.
Job satisfaction and organizational commitment of the employee are high dependent on
their relationship with the supervisors. Moreover, the employees are more likely to show
organizational commitment in their organization, when they get adequate support from their
supervisors. Furthermore, the more warm relationship the employees have with their supervisors,
they more they are satisfied in their workplace. On the other hand, Olafsen et al. (2015)
employees are more satisfied with their current job, when they see an opportunities for career
advancement in their organization. The employees are more encouraged to show their
organizational commitment, when they have the opportunities of advanced career path.
Organizational commitment refers to the psychological attachment or bonding of the
employees with their organizations. Employees are more committed to their organizations, when
their needs and wants are fulfilled as per their expectation. According to Valentine and Godkin
(2016), committed employees feel greater connection with the organizational goals. They have
high level of determination in respect to the organizational goals. Furthermore, Ko and Hur
(2014) opined that committed employees are much more involved in the organizational goals and
objectives. Such employees are more productive than other employees towards achieving
organizational goals. Therefore, the managers of organizations should ensure that the employees

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are committed in the organizational goals. On the other hand, Waqas et al. (2014) opined that
committed employees feel high level of connection with their job role. Therefore, they are highly
encouraged to perform their job role in an effective manner. Highly committed employees are
enthusiastic about performing their job role efficient for enhancing overall organizational
efficiency. Therefore, the managers should ensure that the employees have high level of
organizational commitment.
According to Froese and Peltokorpi (2013), committed employees are highly loyal to
their organizations and they are less likely to leave their organizations, even if they are offered
with any better job opportunities. Moreover, the positive psychological state behind
organizational commitment binds the employees to their organizations. In this way,
organizational commitment ensures increasing rate of employee retention in the organizations.
Therefore, the managers of the organizations should ensure that the employees are committed in
their organizations. On the other hand, Kim (2014) opined that committed employees are more
likely to foster encouraging work environment within workplace with their positive work
attitude. Therefore, committed employees enhance the ultimate productivity of the organization
through positive working environment.
Conclusion
While concluding the study, it can be said that employees having positive attitude are
more likely to show enthusiastic behavior in achieving organizational goals. Positive attitude
fosters positive work environment within the workplace, which can act as motivator for other
employees towards enhancing their overall productivity. Right attitude also encourages the
employees in showing their creativity on their job role. It enhances the uniqueness in the

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organization. Highly satisfied employees are more likely to show high level of organizational
commitment. Fair salary package encourage the employees to be more loyal towards their
organizations. Collaborative and supportive work environment encourage the employees
enhances the satisfaction level of the employees. Furthermore, the employees are more likely to
show organizational commitment, when they can see scope of career advancement in their
organization. Committed employees are highly productive, as they are encouraged towards
performing their job role effectively. Furthermore, committed employees are less likely to leave
their organization, even if they are offered with any other lucrative job offers. Therefore, the
managers must ensure that their employees are committed in their organizations.

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